Jewish Discussion Initial Post 1 How do you feel about Lisa’s request? The concept of human rights has been at the center of different debates since the end of World War II. For many scholars, they are considered as inalienable rights that are inherent to a person. Tiedemann (2014) said that those rights must be directly reflected in the condition under which someone is recognized as a person with equal protection of his or her personhood. Aiming to increase the awareness of those rights throughout the world, in 1948, the General Assembly of the United Nations (U.N.) adopted a solemn document called the ‘Universal Declaration of Human Rights. As noted by Annas and George (1998), no other document has so caught the historical moment, achieved the same moral and rhetorical force, or exerted so much influence on the human rights movement. Among the different rights that are mentioned in this document, the right to freedom of religion is of particular importance. From that perspective, we can say that Lisa’s request must be welcome. It is a legitimate request because Lisa has the right to observe her religious practices without any fear. How might this request be honored? The case of Lisa revealed the importance of cultural competence in the workplace. Nowadays, considering the composition of modern societies with multiple cultures with different religious beliefs, the healthcare system of a country should not be composed of homogenous personnel. That is being said, diversity in the workplace must be the norm, especially when it comes to health care. Diversity in the workplace is important because it contributes to the organization’s collective decision-making, effectiveness, and responsiveness to societal healthcare needs (Andrews & Boyle, 2016). Considering those advantages from workplace diversity, the request of Lisa must be honored accordingly. Then, the manager should be more considerate about Lisa’s request. He/she should see Lisa’s request as an opportunity to show respect to the culture of minority groups. He/she should honor Lisa’s request by allowing her to be off Friday and Saturday so she can practice her religious observances as dictated by her Jewish religion. Was the supervisor culturally competent in this situation? As the modern healthcare system is trying to incorporate the philosophy of cultural competency in the workplace, it is also necessary to envision some barriers that can prevent its application. One of those barriers to cultural competency is ethnocentrism. Andrews and Boyle (2016) defined it as a human tendency to view one’s group as the center of and superior to all other groups. In other words, an ethnocentric is someone who thinks that his/her culture is more important than anyone else’s culture. When ethnocentrism is manifested at work, no one cares about the cultural values and beliefs of their peer. However, if an organization wants to prosper, cultural competence must be the norm, but not an exception. It is considered as a complex integration of knowledge, attitudes, values, beliefs, behaviors, skills, practices, and cross-cultural interactions among staff from different backgrounds (Andrews & Boyle, 2016). In the case of Lisa, we can boldly say that the supervisor was not culturally competent to appreciate the cultural values of Lisa’s beliefs. This supervisor was ethnocentric because his/her behavior showed no respect for Lisa’s cultural values. He/she used an alibi to reject the request of Lisa. He/she had no right to tell Lisa to go back to New Jersey where she could be more comfortable. It is not up to the supervisor to determine the best place for Lisa to work. Denying her right to practice her religious observances is not acceptable and showed that the supervisor was not culturally competent. If Lisa were to discuss the issue at a team meeting, how could she present her concerns? The best way for Lisa to present her concerns in the meeting is to show the leaders of the organization that her rights were violated and the tendency of the supervisor and the staff to deny her cultural values is not beneficial for the organization. As we can see from the case study, that tendency was the norm inside the organization because both the supervisor and the staff perceived Lisa as ‘standoffish’. Then, we can certainly conclude that the organization itself was not promoting cultural competence in its environment. The second concern that Lisa could present in the meeting is her right to freedom of religion was violated. As a human being, Lisa has the right to work in an environment where her human rights are respected. One of the modern ethical theorists who gave a clear account of human rights is the British philosopher John Locke (1632-1704) who thought that human rights are permanent features of who we are (Fieser, 2011). Lisa must be seen as a Jewish employee with inalienable rights. Those rights are considered inalienable because they cannot be cast aside or given to someone else. They are inherent to human life. Violating those rights is like violating the dignity of human beings. Then, Lisa is a Jew, and she must be respected as a Jew. The third concern that Lisa can point out in the meeting is the behavior of the supervisor and the staff that can be considered as discriminatory. In the workplace, it is not fair to discriminate against an employee based on his/her religious beliefs. That can jeopardize the reputation and benefits of the organization, can lead to bullying in the workplace, and have negative consequences in terms of healthcare outcomes for the patients. Then, those attitudes and practices must not be acceptable in any form. What does EEOC say about honoring employees’ requests for time off for holidays? To fight discriminatory attitudes in the workplace, legal actions were undertaken to establish anti-discrimination policies that can protect all employees. Among those policies, the U.S. Equal Employment Opportunity Commission (EEOC) laws can never be overemphasized. In section 12 of the EEOC laws, the Title VII of the Civil Rights Act of 1964 was used as a reference to request that all employers reasonably accommodate the religious beliefs and practices of an employee unless doing that will cause hardship to the employer on the employer’s business conduct (EEOC, n.d). In the Title VII of the Civil Rights Act of 1964, it is clearly stated that an employer is prohibited from discriminating because of religion in hiring, promotion, discharge, compensation, or other ‘terms, conditions or privileges’ of employment, and also cannot ‘limit, segregate, or classify’ applicants or employees based on religion ‘in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee ( EEOC, n.d). References Andrews, M. M & Boyle, J. S. (2016). Transcultural concepts in nursing care (7th ed.). Wolters Kluwer Annas, J., George, D. (1998). Human rights and health–the universal declaration of human rights at 50. The New England Journal of Medicine, 339(24), 1778-1781. https://www.proquest.com/scholarly-journals/human-rights-health-universal-declaration-at-50/docview/223948577/se-2?accountid=10901 (Links to an external site.) Fieser, J. (2011). Moral Philosophy through the Ages. University of Tennessee at Martin. Mountain View, CA: Mayfield Publisher Tiedemann, P. (2014). Is There a Human Right to Freedom of Religion? Human Rights Review (Piscataway, N.J.), 16(2), 83–98. https://doi.org/10.1007/s12142-014-0342-2 (Links to an external site.) U.S Equal Employment Opportunity Commission. (n.d). Section 12: Religious discrimination. Retrieved from: Section 12: Religious Discrimination | U.S. Equal Employment Opportunity Commission (eeoc.gov) Post 2 How do you feel about Lisa’s request? Lisa’s request to have designated time off each week to observe her religious practices is valid and should have been considered by her supervisor. Working in healthcare, especially in this era of hospitals being short staffed with registered nurses as well as the mass exodus of nurses due to the Covid pandemic, I can understand the apprehension or worrisome feelings that her supervisor/ manger might have when reviewing her request. None the less, the supervisor’s response could have been more professionally appropriate, and less dismissive. According to a blog posting on PrimePay discussing the rules for giving employees time off for religious holidays, there is no federal law that requires an employer to give employees days off for religious holidays; however, under Title VII of the Civil Rights Act of 1964, employers may not treat employees differently because of their religion affiliations, and employees cannot be required to participate or not participate in religious activity as a condition of employment. Under Title VII, employers have an affirmative duty to provide a reasonable accommodation to employees for religious observances, such as requesting a day off to observe a religious holiday, unless the employer can demonstrate that providing such a reasonable accommodation would result in an “undue hardship” on the employer. Lisa has the right to her request and also has the right to be responded in a culturally sensitive manner. How might this request be honored? As per Title VII of the Civil Rights Act of 1964, reasonable accommodations should be made by Lisa’s supervisor or management to allow her to fulfill her religious duties and get time off, as long as there isn’t any hardships that compromises the area Lisa works in. The first step is having the supervisor read the letter that Lisa provided to elaborate on why she needs that day off. This would be able to give the supervisor some insight as to how important this time off is to Lisa. If the supervisor is not acknowledging the request, the next step is to go above her and have management intervene. Management could also be notified of the inappropriate comments that were made by the supervisor and address her feeling. To also offer a comprise, maybe Lisa could offer to work the days that she is already scheduled during the transitional period before she is granted the time off. Another initiative that Lisa could do is find any policies put in place at her facility or state laws that could support her request. Was the supervisor culturally competent in this situation? Cultural awareness and sensitivity helps to overcome one’s personal ethnocentrism, primarily by learning about other cultures and the various methods and expectations of ethical, religious, and social perspectives in various fields to body language and other nonverbal communication (Impactly, 2021). In the workplace, this is extremely important, especially in curating an environment that makes employees fee comfortable, yielding employee satisfaction and increasing effective job performance. Lisa’s supervisor did not display cultural competency in this situation. Her comments of ‘consider going back to New Jersey where she’d be more comfortable’ and also ‘try to fit in’ dismisses and demeans her culture/religious beliefs. The supervisor may not be familiar with Jewish heritage and/or religious practices, but being open to learning and understanding the differences presented in the workplace amongst individuals allows bias to be addressed, learning opportunities to be had, as well as allowing employees to openly express themselves within their rights. If Lisa were to discuss the issue at a team meeting, how could she present her concerns? In a team meeting, Lisa could bring up the need of allowing employees to take time off for religious purposes. This would introduce an open dialogue and allow the team members to gain some insight into Lisa’s personal life. One of the concerns that the supervisor raised to Lisa is that she is perceived as “stand-offish,” and voicing her concerns publicly could allow the staff to gain some understanding, allowing them to empathize with her. This could spark interest in learning about her culture/religion, promoting a culturally sensitive work environment. Lisa could also take the time to bring up the comments that her supervisor said to bring awareness to how it is important to be culturally sensitive and respectful in the workplace, and the need of respect in the area. Lastly, Lisa could use her seniority in the area to try to leverage her time of. She had dedicated 12 years of her nursing career to the emergency department at her hospital, and should at least give her the curiosity of seeing how they can work together to achieve a schedule that satisfies her and the areas needs. What does EEOC say about honoring employee’s requests for time off for holidays? The Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee’s sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business), including religious holidays (U.S, Equal Opportunity Commission, 2014). References Cultural insensitivity and its impact in the workplace. Impactly. (2021, November 2). Retrieved February 27, 2022, from https://www.getimpactly.com/cultural-insensitivity… Experts, A. P. P. (2012, October 23). Rules for giving employees time off for religious holidays. PrimePay. Retrieved February 27, 2022, from https://primepay.com/blog/rules-giving-employees-t… U.S, Equal Opportunity Commission. (2014, March 3). What You Should Know: Workplace Religious Accommodation. What You Should Know: Workplace Religious Accommodation | U.S. Equal Employment Opportunity Commission. Retrieved February 27, 2022, from https://www.eeoc.gov/laws/guidance/what-you-should… Assignment 3 Thought Questions: Based on a research article which has tested a middle range theory, identify the evaluative criteria that inform the support or refutation of the theory based on the research findings (this may be discussed in the discussion or implication section of the article). Assignment 4 Thought Questions: Based on principles and guidelines for APRNs in a clinical encounter based on the Purnell Model, identify how these principles and guidelines would inform your encounter with the Mendez family? “Mrs. Mendez” Mrs. Maria Mendez is a 72-year-old Hispanic patient with advanced left breast cancer with metastasis to the lungs and bones. She is referred to your home care agency for wound care services. She has seven children: five daughters and two sons (all living in California). Her five daughters live within the Los Angeles area. Her eldest son lives in San Diego and the younger son has been distant from the family and has not had contact with the family for the last 18 months. Mrs. Mendez’s husband died seven years ago of lung cancer. Since that time she has lived with her youngest daughter, Maria. Initially, Mrs. Mendez discovered the breast lump herself but did not seek medical care for over a year. When Mrs. Mendez was diagnosed, her disease was considered advanced. She refused to have a mastectomy based in part by her cultural belief that the soul resides in the breast and should not be removed. At the urging of her children, she did undergo chemotherapy but recently has experienced increased bone pain and decided to discontinue the treatment regimen. The tumor in the left breast is now approximately the size of an orange with malodorous, purulent drainage. Home care was initiated for wound care and other symptom management services. Under the terms of her managed care/Medicare insurance plan, her care is referred back to her family care practitioner in her local community rather than her oncologist since she is no longer receiving cancer treatment. Mrs. Mendez’s condition continues to decline and her physician encourages her to seek hospice care. Mrs. Mendez has become very close to the home care nurses who provided the wound care and requests that her care continue with the home care agency rather than a referral to hospice. At this time, changes in her living arrangements are also made. Living with Maria over the last seven years has been very positive, but Maria has three young children and the intensive care of her mother at this stage of the illness is becoming a problem. The family emphasizes that Mrs. Mendez should move in with her eldest daughter, Gloria, who no longer has children living at home. Although her daughters have always been close to their mother and more involved in her care, the eldest son of the family, José, who resides in San Diego, is consulted for all decisions and has been the father figure of the family since Mr. Mendez’s death. Mrs. Mendez’s managed care plan allows for only two RN visits per week and must be reevaluated every three weeks by the case manager. In addition to the symptom management provided by the home care agency, Mrs. Mendez and her daughters use many alternative therapies which includes “cat’s claw”, herbs, and visits by a healer. Mrs. Mendez is religious and uses prayer to help cope with her illness. Her middle daughter, Christina, is devout in her religion and is in absolute denial that her mother will die. Christina comes nightly and holds a prayer vigil with her mother and also brings herbs and remedies that “will cure the disease”. Mrs. Mendez becomes increasingly withdrawn as conflicts arise among her children. Gloria and Christina are at odds because Gloria is most accepting of her mother’s impending death. Gloria was also the primary caregiver during her father’s illness with lung cancer. After three weeks of care by the home care agency (HCA), Gloria calls requesting that a nurse come as soon as possible because her mother’s pain is worse. On physical assessment, the nurse notes that the breast tumor remains dry, however the tumor mass has increased and the breast is inflamed. The pain is described by Mrs. Mendez as an intense pressure pain at the site of the tumor in the base of the breast. She also describes a sharp stabbing pain in the left upper quadrant of the breast. In addition, Mrs. Mendez complains of intense pain in her mid-back which has made it very difficult to lay in bed and she has been unable to sleep for the last week. She has been taking one to two Vicodin every four hours PRN although yesterday Gloria reports that out of desperation the Vicodin was given approximately every two hours until Mrs. Mendez became extremely nauseated. The nurse recalls that morphine was ordered for the patient a few weeks ago in anticipation of increased pain not controlled with the Vicodin. Upon questioning, the daughter states that they have not used the morphine as they were “Saving it for the end.” Gloria also reports that the family is trying to minimize the use of the medicine since their mother is extremely constipated. Gloria continues to relate that the reason her mother is constipated is because Mrs. Mendez has not been able to continue her herbal remedies due to nausea. Mrs. Mendez appears very stoic with minimal expression of pain. Her only complaint is that she no longer is able to have her grandchildren over to visit due to her declining condition. Mrs. Mendez is initiated on a regimen of long-acting morphine, 60 mg at bedtime with 15 mg morphine immediate release (MSIR) for rescue dose. Over the next week, the long- acting morphine is increased to 120 mg BID supplemented with Imipramine 50 mg BID and Ibuprofen 800 mg TID. Christina has now moved into Gloria’s home and continues her evening prayer vigils. José calls several times a day to dictate his wishes regarding his mother’s care but has not been able to visit often from San Diego as he is in risk of losing his job. Gloria seems increasingly burdened with her mother’s care and her siblings’ involvement. Gloria follows the home care nurse to the car weeping because of the stress. Approximately one week later, the nurse receives a call from Gloria reporting that her mother has seemed to decline rapidly over the weekend. Mrs. Mendez awoke during the night with difficulty breathing and has been terrified of the possibility of suffocation. On exam, the nurse notes that Mrs. Mendez has developed extreme shortness of breath. She is also increasingly fatigued and the combination of exhaustion, dyspnea, and general decline has resulted in minimal intake of foods or fluids. José called this morning with strict orders that his sisters continue to feed their mother at all costs. He hopes to be able to come up from San Diego the following weekend to visit. Mrs. Mendez relates to the nurse that she knows she is dying and does not want to continue being a burden to her family. Mrs. Mendez’s physical condition has greatly improved due to aggressive symptom management by the HCA. The morphine dose has increased to 240 mg BID supplemented with 40 mg of MSIR approximately every two hours for dyspnea. With her breathing improved, she as been able to take sips of water and occasional amounts of other liquids. Mrs. Mendez’s condition, however, continues to decline and the home care nurse anticipates that she will die within the next two weeks. The HCA schedules a meeting with the primary nurse and social worker to discuss the growing tension in the family. Four of the daughters are now present in the home taking shifts to be at Mrs. Mendez’s bedside at all times. To make the family situation more difficult, Jose has learned that the young brother Pablo is living in Los Angeles and asks Pablo that he please visit his mother before she dies. Christina continues her prayer vigils and has asked members of her church to visit daily to hold prayer meetings with her mother. Mrs. Mendez tells the nurse that she cannot discuss her impending death with her family because they do not want to talk about it or hear that she is dying. At this point, Mrs. Mendez is very withdrawn and has little interaction with her family. Mrs. Mendez has now developed a pressure ulcer on her buttocks and requires a Foley catheter due to incontinence, which has intensified the physical care demands of her care. The HCA receives a call on Saturday evening requesting assistance with Mrs. Mendez as her condition is declining rapidly. The younger son, Pablo, arrived two days ago and has had a very tearful reunion with his mother and his sister, Gloria. The social worker and the nurse were very successful in the family meeting with facilitating communication among the children and establishing common goals for Mrs. Mendez’s comfort. All of the children with the exception of Christina, seem accepting of the impending death. Gloria’s husband, Michael, has been quite supportive of his mother-in-law’s care throughout her illness, but has strong feelings against death occurring within his home. The priest is called to give Mrs. Mendez communion and the Anointing of the Sick. The extended family is at Mrs. Mendez’s bedside, except for Christina who is in the kitchen crying.  

Mastering the Art of Online Learning: Your Guide to Acing Online Courses

Introduction

In recent years, the popularity of online courses has skyrocketed, offering learners the flexibility to acquire new skills and knowledge from the comfort of their homes. However, succeeding in online courses requires a different approach compared to traditional classroom settings. To help you make the most of your online learning experience, this article presents essential strategies and tips to ace your online courses.

1. Set Clear Goals and Plan Ahead

Before embarking on an online course, establish clear goals and objectives. Determine what you hope to achieve by the end of the course and break down your goals into manageable milestones. Create a study schedule that aligns with your other commitments, ensuring you allocate dedicated time for coursework, assignments, and revision.

2. Create a Productive Study Environment

Establishing a conducive study environment is crucial for online learning success. Find a quiet, well-lit space where you can concentrate without distractions. Remove any potential interruptions, such as notifications from social media or email. Organize your study materials and have a reliable internet connection to ensure seamless access to course materials.

3. Actively Engage in the Course

Active participation is key to mastering online courses. Engage with course materials, including videos, readings, and interactive components. Take comprehensive notes, highlighting key concepts and ideas. Participate in discussion boards, forums, and virtual meetings to interact with instructors and peers, fostering a sense of community and enhancing your understanding of the subject matter.

4. Manage Your Time Effectively

Online courses offer flexibility, but it’s essential to manage your time wisely to avoid falling behind. Create a detailed schedule, allocating specific time slots for coursework, assignments, and studying. Break down larger tasks into smaller, manageable segments to prevent procrastination. Prioritize tasks based on deadlines and dedicate focused time to each one, ensuring consistent progress throughout the course.

5. Develop Effective Communication Skills

Online courses often rely on written communication, making it crucial to hone your skills in this area. Be concise and clear in your written responses, paying attention to grammar and spelling. Actively participate in discussions, asking thoughtful questions and providing constructive feedback to your peers. Regularly check your course emails and notifications, ensuring you stay updated with any important announcements or changes.

6. Utilize Available Resources

Take full advantage of the resources provided by your online course platform and instructors. Familiarize yourself with the learning management system (LMS) and explore its features. Access supplementary materials, such as textbooks, lecture slides, and external resources recommended by instructors. Utilize online libraries, research databases, and tutorial services to deepen your understanding of the subject matter.

7. Stay Motivated and Engaged

Maintaining motivation throughout an online course can be challenging, particularly when faced with competing priorities or a lack of face-to-face interaction. Set short-term goals and reward yourself upon their completion. Connect with fellow learners through virtual study groups or online forums to foster a sense of camaraderie. Regularly remind yourself of the benefits and personal growth associated with completing the course successfully.

8. Seek Support and Clarification

Don’t hesitate to seek support or clarification when needed. Reach out to your instructors for guidance or clarification on course material. Utilize online discussion forums to ask questions or engage in collaborative problem-solving. Leverage the support services provided by your course platform or institution, such as technical support or academic advising.

Conclusion

Online courses present unique opportunities for self-paced learning and personal growth. By setting clear goals, creating a productive study environment, actively engaging with course materials, and managing your time effectively, you can maximize your chances of acing online courses. Remember to stay motivated, seek support when needed, and make the most of the available resources. Embrace the flexibility and adaptability of online learning to achieve your educational goals.